Senior Director, Compensation

Univision • Miami, FL

9d • Onsite

About The Position

Human Resources at TelevisaUnivision is seeking a Senior Director, Compensation to join the Total Rewards & People Operations organization. This role is responsible for leading enterprise compensation programs with scope across broad-based and executive compensation (Broad-Based & Executive). The position plays a key role in shaping compensation strategy, strengthening governance, and supporting performance-driven pay practices across a complex organization. The role requires a leader with strong judgment and technical grounding in compensation practices commonly found in highly governed environments. This includes experience with executive compensation design, equity programs, advanced analytics, and Board-level engagement. Exposure to publicly traded environments is considered a strong asset, even though public disclosure activities are not a primary focus of the role today. While the role’s initial focus is on U.S.-based compensation programs, it will require global oversight and close partnership with regional Total Rewards leaders to support business leaders with teams across multiple countries, and is expected to evolve over time to drive broader global compensation alignment. Reporting to the Senior Vice President, Total Rewards & People Operations, this role requires a leader who can operate effectively across strategy, governance, and execution. You bring strong experience in broad-based compensation programs, paired with a solid working understanding of executive compensation structures, equity programs, and Board-level governance processes. You are comfortable advising senior leaders, preparing executive and Board materials, and translating complex compensation topics into clear, actionable insights.

Requirements

• Bachelor’s degree in Business, Human Resources, Finance, or related field.
• 10+ years of progressive experience in compensation, including exposure to both broad-based and executive compensation programs.
• Experience in mid- to large-scale corporate environments.
• Advanced analytical and financial modeling expertise, with strong Excel capabilities and the ability to work with complex, large data sets.
• Strong analytical skills with high attention to detail and data accuracy.
• Deep understanding of compensation structures, incentive design, and market pricing methodologies.
• Hands-on experience with Workday compensation-related modules.

Nice To Haves

• Certified Compensation Professional (CCP) and/or Certified Equity Professional (CEP).
• Experience supporting executive compensation governance and Board or Compensation Committee processes.
• Strong stakeholder partnership and influencing skills.
• Ability to simplify complexity and scale programs through automation and systems.
• Excellent written and verbal communication skills.
• Action-oriented, strategic, and comfortable leading change.
• Systems-savvy with strong presentation and data-visualization capabilities.
• Experience leading change management and program management efforts for complex compensation or HR initiatives, including cross-functional coordination, stakeholder engagement, and execution discipline.
• Both English and Spanish proficiency preferred.

Responsibilities

• Lead the design, execution, and governance of broad-based compensation programs, including salary administration, benchmarking, annual incentive plans, and long-term incentive (LTI) programs.
• Serve as a trusted advisor to HR Business Partners, Finance, and business leaders on compensation decisions across U.S. functions, with global oversight and cross-regional partnership.
• Co-lead salary (biannual review cycles), bonus, and long-term incentive (LTI) planning, including governance, modeling, accruals, and executive-level roll-up reporting.
• Own internal and external benchmarking processes for new, evolving, and critical roles, ensuring market competitiveness and internal equity.
• Partner on the evolution of job architecture and career paths to support internal mobility, internal and external equity considerations, and market alignment.
• Provide guidance on compensation-related compliance topics, including FLSA, support for collective bargaining agreement (CBA) analyses, and wage determinations in preparation for labor negotiations.
• Partner with the SVP, Total Rewards & People Operations, Legal, Finance, and external advisors to support executive compensation and long-term incentive programs, including equity-based awards.
• Support the design, analysis, and administration of executive incentive programs, including annual and long-term incentive plans.
• Prepare executive compensation and LTI analyses and materials for Board and Compensation Committee review.
• Maintain a strong working understanding of executive compensation vehicles, long-term incentive (LTI) structures, equity plans, vesting mechanics, and performance-based awards.
• Oversee equity and LTI data integrity, grant reporting, vesting schedules, and coordination with stock administration vendors.
• Provide deep expertise in equity and long-term incentive plan administration systems, including leading RFPs, evaluating tools and vendors, and driving system enhancements, upgrades, and controls related to equity, LTI, and executive compensation administration.
• Develop advanced compensation and long-term incentive (LTI) modeling, scenario analysis, and cost projections to inform leadership decision-making and support governance reviews.
• Establish and maintain compensation analytics, dashboards, and reporting that surface key trends, risks, and opportunities across base pay, incentives, and equity programs, ensuring data integrity and transparency.
• Support strong compensation governance by defining analytical frameworks, controls, and review processes that enable consistent, well-documented decision-making across the organization.
• Anticipate future compensation and LTI needs and proactively evolve program design, governance structures, and operating processes to support organizational growth and increasing complexity.
• Partner on M&A activity, including compensation due diligence, integration planning, and post-close alignment, as well as other strategic initiatives and special projects.
• Engage with external compensation consultants, advisors, and industry networks, and monitor market, regulatory, and industry developments to proactively inform compensation strategy, governance, and long-term planning.
• Identify and assess opportunities to innovate and modernize compensation practices, including the thoughtful use of technology, analytics, and AI-enabled tools to improve insight, efficiency, and decision-making.

Benefits

• TelevisaUnivision offers a comprehensive and competitive benefits package designed to support employee well-being and work-life balance, including PTO, tuition reimbursement, wellness and employee support programs, 401(k), life insurance, and medical, dental, and vision coverage.

What This Job Offers

• Job Type: Full-time
• Career Level: Executive
• Number of Employees: 1,001-5,000 employees